Yesterday I posted about the proposed elimination of “blind auditions” for symphony orchestras, so that race and gender could be used as selection criteria to help diversify orchestra musicians. It would be the elimination of what previously was a meritocracy:
For decades leading symphony orchestras have used “blind auditions” to hire musicians. That is, the musicians are not seen at all, only their music is heard. That way, implicit or explicit racial, ethnic, or gender bias cannot enter into the hiring decision, only the quality of the music. It is as close to a pure meritocracy as I can imagine….
The desire to move away from “blind auditions” hurts people who otherwise would have been chosen based on the quality of their music, or in other contexts, their academic performance on standardized tests and other objective measurements….
I mentioned in that regard that this overt intent to discriminate was, in campus-speak, called “equity,” which is the opposite of equal opportunity:
On campus, this is called “equity,” a euphemism for racial, gender and other discrimination. It’s the opposite of equal opportunity, it’s demanding equal results even if it means discriminating against some people on the basis of race, ethnicity or other immutable factors. It’s the core driving the “antiracism” movement on campus. When campus activists and administrators say “equity” (as opposed to “equality”), what they really mean is discrimination based on race to achieve a desired racial outcome.
As mentioned previously, the suggested Cornell summer reading and discussion topic is How to Be AntiRacist, which seems to be the roadmap used to develop the proposed compulsory racial activism for faculty, students, and staff. Here’s a key concept from How to Be AntiRacist: